IOSH Occupational Health and Wellbeing 3

Question 1

What is presenteeism in the context of occupational health and why is it considered a significant business risk?

Accepted Answer

Employees attending work while unwell, resulting in reduced productivity and potentially spreading illness

Answer

Employees arriving early and leaving late, leading to overtime cost pressures

Answer

Strict attendance monitoring that causes stress and reduces workforce morale

Answer

The practice of recording attendance to comply with working time regulations

Question 2

What is an Employee Assistance Programme (EAP) and what does it typically provide?

Accepted Answer

A confidential support service providing counselling, advice, and referral services for personal or work-related problems

Answer

A scheme to financially assist employees who suffer workplace injuries through compensation payments

Answer

A formal performance management process for employees who are struggling to meet targets

Answer

A government-funded retraining programme for workers made redundant from hazardous industries

Question 3

When a GP issues a 'Statement of Fitness for Work' (fit note) in the UK, which of the following outcomes is possible?

Accepted Answer

The employee may be assessed as unfit for work OR fit for work with specified adjustments such as altered hours or amended duties

Answer

The employee must remain off work until the GP issues a full clearance certificate

Answer

The employer is legally required to pay full salary for the entire duration of absence without exception

Answer

The employee can self-certify absence for up to 28 days before a fit note is needed

Question 4

What does a thorough workplace wellbeing programme typically include to address the mental health of employees?

Accepted Answer

A combination of organisational interventions (e.g. workload management), targeted support (e.g. EAP), and individual tools (e.g. resilience training)

Answer

Mandatory counselling sessions for all staff conducted by line managers

Answer

Disciplinary procedures for employees who report stress-related absences more than twice per year

Answer

A policy of rotating all staff into different roles every six months to prevent boredom

Question 5

How should an organisation measure whether its occupational health and wellbeing programme is effective?

Accepted Answer

By tracking leading and lagging indicators such as sickness absence rates, employee engagement scores, health surveillance outcomes, and early intervention referrals

Answer

By counting the number of health promotion posters displayed in the workplace

Answer

By the number of employees who voluntarily attend optional wellbeing events such as yoga classes

Answer

Solely by monitoring whether the organisation has avoided HSE enforcement action in the past year

Question 6

Which of the following best describes the role of a qualified occupational health practitioner (such as an occupational health nurse or physician)?

Accepted Answer

To provide independent, impartial health advice to both the employer and employee to facilitate safe, productive work

Answer

To act as the employer's advocate and recommend dismissal of employees with long-term health conditions

Answer

To prescribe medication and treat workplace injuries as an alternative to the NHS

Answer

To conduct risk assessments on behalf of the safety manager and remove that responsibility from line managers

Question 7

Under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR), which of the following occupational diseases must be reported to the HSE?

Accepted Answer

Specified occupational diseases such as occupational dermatitis, carpal tunnel syndrome, and occupational asthma confirmed by a doctor

Answer

Any cold or influenza contracted during the working year

Answer

All cases of employee stress identified during an annual appraisal

Answer

Any musculoskeletal discomfort reported to the occupational health team